Spares Coordination Supervisor manages the delivery of spare parts and equipment, and scheduling of customer repairs. Negotiates delivery cost for the organization and the end cost to the customer. Being a Spares Coordination Supervisor verifies terms and conditions of contracts are satisfactorily met. Ensures projects are completed on time and within budget. Additionally, Spares Coordination Supervisor acts as advisor to spares coordination team regarding projects, tasks, and operations. Requires a bachelor's degree. Typically reports to a director. The Spares Coordination Supervisor manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. To be a Spares Coordination Supervisor typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes. (Copyright 2024 Salary.com)
Responsible for supervising, coordinating and monitoring the activities of both in-house and contract fiber technicians for all fiber projects. Negotiates and monitors progress on new build, rebuild, extension, expansion, design and planning. Sets priorities for the fiber team. Assigns tasks and checks work at regular intervals. Customarily and regularly directs the work of at least two or more other full-time employees or their equivalent not limited to quality only, but safety as well.
Education
High school diploma or equivalent, or
Relevant Work Experience
Skills/Abilities:
ITG is an equal employment opportunity employer. ITG’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, religion, national origin, age (40 and over), disability, military status, genetic information, or any other basis protected by applicable federal, state, or local laws. ITG also prohibits harassment of applicants or employees based on any of these protected categories. It is also ITG’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions.
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